• Aukey 5 Port Charger with 2.0 technology

    In this video I take a look at the Aukey 5 Port Charger with 2.0 technology.
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  • What Makes a Good Health Coach?

    There are of course many qualities that make a person a good health coach. While it certainly makes sense for someone already in the health and wellness industry, it is not necessarily a requirement to become a health coach.

    This article discusses some of the basic qualities of what makes a person a good health or wellness coach, regardless of his/her background.

    One such quality is the ability to empathetically communicate with people. Empathetic communication will encourage the client to accept you as a trusted health coach. What this means is that the health coach can identify with the feelings, thoughts, or attitudes of his client. Using empathy may lead to an improved relationship between the health coach and client.

    Another quality that is related to empathetic communication is to really listen, actually to listen effectively. A coach needs to be trained to listen effectively since people vary in their communication skills. Some clients may express themselves clearly while others may not. A coach needs to be aware of the different needs of his/her client base and how the coach/client communication and listening skills affect the interaction.

    The wellness coach has to leave his personal opinions out of the coaching session. The coach needs to be completely non-judgmental. The wellness coach absolutely should not judge his/her client based on his personal standards or opinions. Much of a coach’s training will be on how to be aware of this and to have the self control to NOT allow his personal opinions to be communicated.

    Another fundamental quality of a health coach is the integrity to keep all information about the client confidential. The coach/client relationship is based on trust and the client must be sure that the coach can be trusted with private matters.

    In addition, the coach still must be somewhat of a mentor, guidance counselor and cheerleader all wrapped up in one! The health coach should allow the client some flexibility in the agenda of each session, but the coach should also guide the session conversation so that it is an effective one. The client sets his/her own goals, again with the guidance from the coach. The coach may challenge the client a bit if the goals are too vague or too big. In the latter case, the coach may suggest smaller “bite size” goals so that the client has a better chance of reaching those goals. Of course, all successes are celebrated.

    In summary, there are many qualities that a health coach should have and there are also many roles that he/she has. Each coaching relationship will be different and the wellness coach will need to be a bit flexible. A coaching relationship can in some cases grow into a life-long friendship as well.

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  • Wellness Coordinators – Is Your Worksite Wellness Wheel Unbalanced or Fragmented? (Hope Not!)

    Most worksite wellness programs today are unbalanced and fragmented. You do want a balanced and non-fragmented program right?

    For a smooth vehicle ride your tires need to be properly inflated, properly balanced and not evenly worn. To achieve optimal impact on employee well-being, your wellness program needs to be properly balanced and not fragmented. Unfortunately today, most worksite wellness programs are not making a difference because they are either unbalanced or they are fragmented.

    The predominant focus of worksite wellness programs today is only on physical health. Since wellness is a multidimensional concept, this focus solely on physical health clearly makes most employers based wellness initiatives unbalanced from the start. A balanced approach to illness would reflect worksite based interventions in all the dimensions of wellness, not just physical health.

    Most worksites, like the communities in which you reside, encompass individuals with a range of health and wellbeing strengths and needs. Traditionally, employees are segmented into groups on the basis of their health risks. The standard groupings typically include:

    • No/low risk

    • Moderate risk

    • High risk

    Most worksite wellness programs are also fragmented today because they usually focus only on employees in the moderate or high risk categories.

    Even though the no risk/low-risk employee population often encompasses approximately 60% of any employee population, this group is very often ignored from an intervention perspective because their needs and interests often lie outside the realm of physical health. Their needs and interests lie in the other dimensions of wellness such as the social, intellectual, emotional and occupational dimensions.

    The no/low risk segment of the employee population may also see the traditional worksite wellness approach which focuses solely on physical health as not being helpful because it adds nothing to their personal health and wellness orientation or practices. This is an opportunity lost as the no/low risk individual is in a great position to serve as an employee health and wellness champion or ambassador to their peers who may have significant health risks or already diagnosed health challenges.

    How might you better serve your no/low risk employee population? Here are a number of programming ideas for the other dimensions of wellness that your no/low risk employee population may find engaging:

    Emotional Dimension – Possible programming in this dimension could include: stress management, resiliency, optimism, positivity, mental health and mental illness, substance abuse, happiness, gratitude, humor and mindset.

    Social Dimension – Subject areas in this dimension might include: social relationships, family relationships, best friend at work and peer relationship concepts.

    Intellectual Dimension – Topical areas in this dimension could include brain and health fitness.

    Spiritual Dimension – Topics within this dimension could include: meaning and purpose of life, beliefs and values.

    Occupational Dimension – Possible programming in this dimension could include: professional/career development, meaningful and purposeful work, job fit, personal performance, morale and motivation.

    Hopefully you now have some ideas for how your worksite wellness wheel might become more balanced unless fragmented.